Aberdeen_Strategies in Workforce Planning

StrategiesinWorkforcePlanningUsingTalentAcquisitionandPerformanceManagementProgramstoMeetTomorrow’sBusinessNeedsAugust2008DavidWeldonStrategiesinWorkforcePlanningPage2©2008AberdeenGroup.Telephone:[phone]ExecutiveSummaryWedefineplanningasproactiveandnotreactive.Werecruit,evenwhenpositionsarenotopeninanticipationoffutureneeds,especiallygiventhehightechnologyweuseinmakingourproduct.Weaimtostayaheadofthetechnologyshortagepossibilities.~DenaAllen,HRManager,AllenConsultingServices,MinneapolisResearchBenchmarkAberdeen’sResearchBenchmarksprovideanin-depthandcomprehensivelookintoprocess,procedure,methodologies,andtechnologieswithbestpracticeidentificationandactionablerecommendationsThefutureisnevereasytopredict,butorganizationsincreasinglyrealizethattheymustdoabetterjobofanticipatingwhatliesahead,inordertoimprovetheirabilitytorecruitandtoretainthetalenttheyanticipatetheywillneed.Thisisespeciallyimportantinlightofthepainsthatorganizationsalreadyreportwithfindingskilledtalentintheworkforcetoday,andwiththeimpactofturnoverofcurrentstaff.Butpreparingtoday'sworkforcetomeettomorrow'sneedsrequiresthatanorganizationhaveaclearpictureoftheskillsandcapabilitiesintheorganizationcurrently;whatgapsexistatpresentintermsofneededskills;andhowthatpicturewillbeimpactedbychangesthatlayahead.Thisreport,acompilationofsurveyresponsesfromover200organizations(representingallsizesofcompanies,industries,andgeographies)providesaroadmapfororganizationsthatdesiretoimplementaneffectiveworkforceplanningprogram,andasystemtoeffectivelymanagethatprogram.ItexaminesBest-in-Classstrategiestouseworkforceplanningasakeyrecruiting,retention,andtrainingtool.Best-in-ClassPerformanceAberdeenusedfourkeyperformancecriteriatodistinguishBest-in-Classcompanies.•Employeeretention—increasedonaverageby31%•Workforcecapacityutilization—improvedonaverageby31%•Employeeperformance—increasedonaverageby27%•Skillsavailability—improvedonaverageby23%CompetitiveMaturityAssessmentSurveyresultsshowthatthefirmsenjoyingBest-in-Classperformancesharedseveralcommoncharacteristics:•78%clearlyunderstandthepurposeofworkforceplanning•75%haveestablishedbuy-infromseniorcorporateexecutives•71%understandthecorecompetenciesofkeyjobrolesRequiredActionsInadditiontothespecificrecommendationsinChapterThreeofthisreport,toachieveBest-in-Classperformance,companiesmust:•Accesstheskills,capabilities,andattributesoftopperformingemployees•Identifygapsbetweenavailableskillsandneededcapabilities•Createadvancementandleadershiptrainingprogramsforsuccessionplanning©2008AberdeenGroup.Telephone:[phone]:BenchmarkingtheBest-in-Class.....................................................4AberdeenAnalysis...................................................................................................4TheMaturityClassFramework............................................................................6TheBest-in-ClassPACEModel............................................................................7Best-in-ClassStrategies...........................................................................................7ChapterTwo:BenchmarkingRequirementsforSuccess....................................9CompetitiveAssessment......................................................................................10CapabilitiesandEnablers......................................................................................11ChapterThree:RequiredActions.........................................................................17AllOrganizationsStepstoSuccess....................................................................17LaggardStepstoSuccess......................................................................................17IndustryAverageStepstoSuccess....................................................................18Best-in-ClassStepstoSuccess............................................................................18AppendixA:ResearchMethodology.....................................................................20AppendixB:RelatedAberdeenResearch............................................................22FiguresFigure1:TopExternalPressuresDrivingWorkforcePlanning.........................4Figure2:RetentionTopsListofInternalPressures.............................................5Figure3:TopInternalChallengestoWorkforcePlanning.................................6TablesTable1:TopPerformersEarnBest-in-ClassStatus..............................................6T